Honeywell

www.honeywell.com

Honeywell Reviews

Updated January 26, 2015
Updated January 26, 2015
1,913 Reviews
3.2
1,913 Reviews
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Honeywell Chairman and CEO David M. Cote
David M. Cote
741 Ratings

Review Highlights

Pros
  • Good Work-Life Balance most of the time (sometimes it can get extremely hectic though) (in 155 reviews)

  • Great opportunity to learn new technologies if you are in the right project (in 36 reviews)


Cons
  • Work/life balance is tough in HR - many roles require hours well beyond a 40 hour work week (in 56 reviews)

  • Upper management has self interests which over ride over all consideration for company (in 47 reviews)

More Highlights

172 Employee Reviews Back to all reviews

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  1.  

    Director

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Honeywell full-time (more than 8 years)

    Pros

    Benefits for management and above are above average.

    Cons

    Little career advancement opportunity
    Highly political
    Profits drive everything - far above employees
    Process- and metrics-oriented to a ridiculous extent
    Lip service to ethics and values

    Doesn't Recommend
    Negative Outlook
  2. 1 person found this helpful  

    Enjoyable Workplace

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Spokane, WA
    Current Employee - Anonymous Employee in Spokane, WA

    I have been working at Honeywell

    Pros

    Employees get to share and implement ideas in the process and safety of the plant. Great atomosphere to work in as well as a great learning experience.

    Cons

    Hard to make a living as the lean business practices are focused mainly on wages than overstock situations. Disfuntional management causes some problems and many times productiion is promoted over quaility as if making more will fix the problem or increase the average of quality.

    Advice to ManagementAdvice

    Take the time to invest in the quality of the workers. Look at the data and allow engineering to correct the quality, if may cost a cast or two, but the reward will be we are producing a better product more often. "Right the first time" can be achieved if employees are content and have a sense of pride in a job well done and feel they are being compensated appropriately. If we struggling to make a living working for a multibillion dollar company it is difficult to focus on production, because we are looking for better paying jobs elsewhere.

    Doesn't Recommend
    Positive Outlook
    Approves of CEO
  3. 2 people found this helpful  

    Unhealthy

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Cedar Rapids, IA
    Current Employee - Anonymous Employee in Cedar Rapids, IA

    I have been working at Honeywell full-time

    Pros

    Used to be good when it was Intermec. Great people locally. Management is very heavy and have unhealthy motivation and employee relation tactics.

    Cons

    Everything. Poor corporate culture. Lack of information. Lack of growth and promotion opportunities. They seem to want to farm out all the work while the qualified employees become disgruntled or leave.

    Advice to ManagementAdvice

    Think long and hard about your business and people strategies. Recognize people, not process, as your true value. Motivate by empowering, not beating employees into submission or showing apathy as everyone leaves.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
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  5. 3 people found this helpful  

    Ethics are bad

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Director in Phoenix, AZ
    Current Employee - Director in Phoenix, AZ

    I have been working at Honeywell full-time (more than 10 years)

    Pros

    high salary and compensation packages are average but you will never see your full bonus, so negotiate a bonus that is greater than you expect to recieve so you get what you are worth. Senior leaders threaten your bonus (hold back 10% to make you do things to get them a higher bonus for them selves). Honeywell promotes anyone and often.

    Cons

    Vacation is use or loose so you have to use all your vacation in the same year or lose it. If you are a hard worker you stand a good chance of losong vaction or working through your vacation. The company leaders will call you and make you work on vacation. Bonus structure is skewed so company can keep most of it and stil claim you are on a high bonus structure. Most of newly bought companies emplyees leave within the firs year due to salary or bonuses, Honeywell forgets why they bought the company in the first place.

    Advice to ManagementAdvice

    Hire people based on long term goals not for the short term. Too many Directors and VP's hired that have no real industry experience or for any management capabilities, only for being yes men and women. Pay your employees their bonuses based on hitting their goals, not on some arbitrary metrics hidden from them or based on someone elses goals. Teh Honeywell connect website is notheing more than a Dave Cote Fan page. Focus on Employees and product, not on how well Cote does or how many times he shows up on jim framers mad money show because he and Cote are neighbors.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  6. 3 people found this helpful  

    Once a great place before Honeywell bought it!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technician IV in Norcross, GA
    Former Employee - Technician IV in Norcross, GA

    I worked at Honeywell full-time (more than 3 years)

    Pros

    Co-workers a great group of people to work with! Most of those on the floor really want to put out great products. Mostly safe work enviroment. Some leadership doing their best to make things better.

    Cons

    Honeywell Operating System (HOS) too much a burden to product developement and production fixing things that aren't broken. Too much emphasis on metrics (which are changed often) rather than the actual work that needs to be done. Production schedules are very unrealistic and do not take into account design flaws not anticipated before hitting the assembly floor. Some managers care about those that actually do the work while others (and supervisors) only care about "making numbers" to satisfy those above them. Corporate management pretends to care about employee welfare but don't show it in practice. Benefits reduced yearly and fair raises and bonuses non-existent. Way too many wasteful meetings throughout the plant for minor issues that result in little or no solutions! Too many of those in the meetings could solve most of the problems if they'd just spend more time on the floor. The ones at the lowest levels doing all the work (sacrificing home life) are not fairly compensated. Overall....the work enviroment is not a happy one, moralel there has dropped dramatically since the Honeywell take-over, and unless some drastic changes are made soon it'll only get worse.

    Personally, I wish I could have had a more positive time with Honeywell but could not take the all the negative changes I was seeing, chose to leave for my own sanity! If you have any self worth and want to enjoy your chosen career consider other companies before signing on with this one!

    Advice to ManagementAdvice

    CEO should go to the plant and have confidential, one on one talks with the workers who are trying there best to ship good product despite all the obstacles placed before them.. Listen to their concerns and don't let VPs, directors and plant management sugar coat the issues.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  7. 2 people found this helpful  

    Incompetent Management, Recruiting and HR Staff

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - SGS Sales Executive
    Former Employee - SGS Sales Executive

    I worked at Honeywell full-time (more than 3 years)

    Pros

    NONE that I can Honestly state.

    Cons

    The interview process was broken and disorganized. Information about the position varied depending with whom I spoke. Compensation is BELOW industry standards as it relates to the revenue target for the position. It was like PULLING teeth to get a clear and concise answer to my questions? The Hiring Manager has interviewed over one hundred and fifty (150) candidates for this position which has been open for over a year??

    Moreover, the company was recently sued for their Bio Metric Testing of employees for Health Benefits.

    Lastly, the contract recruiter sent me a RUDE email message after I informed she and her colleagues that I accepted a written offer. I alerted them as a PROFESSIONAL COURTESY.

    Advice to ManagementAdvice

    Hire new employees with FRESH ideas! New Blood will help move the company into a more COMPETITIVE space.

    Moreover, construct a compensation plan that help the company to ATTRACT progressive, competent employees.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  8. 4 people found this helpful  

    Women do not get the same preferential treatment that the men do.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Honeywell full-time

    Pros

    I liked most of the people I worked with.

    Cons

    Men get preferential treatment and get paid way more than women. If a man makes a mistake he is given several chances before any corrective action is taken. If a woman makes a mistake she is given a corrective action rarely given a second chance. The company expects its employees to be overloaded with work without compensation or overtime pay.

    Advice to ManagementAdvice

    Be fair. Give equal pay for equal work, regardless of gender.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  9. 3 people found this helpful  

    Total disregard for employees

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Executive Assistant in Sunnyvale, CA
    Current Employee - Executive Assistant in Sunnyvale, CA

    I have been working at Honeywell full-time (more than 3 years)

    Pros

    Great products and great coworkers, for the most part.

    Cons

    Compensation is low. Because HR is in an entirely different state, any promotions or employment status changes are long drawn out battles through the mail, often resulting in nothing. Benefits are laughable. High out of pocket costs. "Voluntary" health screening tests - you are given the choice to either volunteer to take invasive blood tests OR volunteer to pay up to $4000. So if you opt not to pay the fines, you take the blood tests. If those blood tests show you do not have perfect health, you need to correct whatever is wrong or be penalized.

    Advice to ManagementAdvice

    Be honest with yourself. Don't pretend to care about the wellness of your employees. If you care about their health, offer up gym memberships instead of threatening them with even more expensive health care.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  10. 6 people found this helpful  

    Chaos in motion

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Director in Phoenix, AZ
    Former Employee - Director in Phoenix, AZ

    I worked at Honeywell full-time (more than 10 years)

    Pros

    The company is changing so much you can literally take a new job every 18 months and thus in your career have about 10 different jobs and never really be accountable to any of them. The company has so many irons in the fire, you will never be bored. With all the plates it has in the air, it will keep you hoping more than a one legged man in a butt kicking contest. You only have to look out for the next 3-5y years, no one will hold you accountable for anything that may fall apart 15-20 years out like most companies.

    Cons

    The fact that they have so much going on they can’t focus on anything in particular. They have lost their focus on core competency, they claim core in areas they want to be in, not what they are any good at. Software is a mess. No real experts, and their Software platforms are made of spaghetti code. Held together with linguini tape. If one piece unravels, you never know what else might fail. There is no continuity at any level, even engineering managers move around into areas that are not in their core competency. Everyone moves jobs so often that in some cases the person with the most seniority on any given project might be 18 months. One way to keep the pressure on is by use of a thing called Honeywell Performance Development (HPD), and it is so subjective to the point that if you try to point out problems or issues, it will be negatively reflected in your yearly HPD. This is a Japanese concept that goes against the very nature of American freedoms. If you are on a bonus plan, goals are set so aggressively that rarely does anyone make they true bonus potential, because if you meet all your goals for the year, you may get 50% of your bonus. The bonus plan is set so that the only way to get 100% of your yearly bonus, you have to achieve 150-200% or your goals and other groups need to hit their goals too, so even if you exceed your goals, you may get docked because the rest of the groups did not hit theirs. Also, you are not allowed to carry any vacation over to the next year. So if you work hard all year to meet your goals, you may lose some if not all your vacation. But, if you take your vacation, and are in a critical role such as a program manager, you may get it negatively reflected in your HPD that you were not dedicated and thus did not meet your program goals, all for something that happened because you were on vacation and did not want the to lose a benefit you earned. You have not resources so many critical programs are not staffed effectively because Honeywell has an artificial census freeze. So even if a customer pays for a full time body, it is bot necessarily going to be on the program. Engineering is the worst. They will not hire and try to make engineers work 150% so they can avoid hiring more heads in the USA, and the program suffers, but because of all the chaos there are literally hundreds of people hired from outside the USA to mange programs, processes, product and inventory but because of the lack of experience and turnover rates, it is literal chaos. The recent Infosys transition is the perfect example. It will take Honeywell years to get back the service level they had before the transition (which was terrible hence the constant increase in bodies to try to fix it and thus someones reason for trying to outsource). It is a use it or lose it policy each year. Not disclosed when you hire on. They are not concerned about being viable 10-20 years from now, just near term and that looses sight of where the customers visions are taking them. They make predictions based on schemes and customer wins vs. real tangible opportunities.

    Advice to ManagementAdvice

    Treat employees like people, like they matter and know what they are talking about. Be honest, hire the resources the people say they need and build the business by building viable teams that can execute. Promote people that have proven success in their fields, not ones that are politically motivated and have learned to schmooze away results of RED programs. Promote people who can actually inspire and make a difference. Give bonuses for achieving documented goals, and if the goal to get 100% of your bonus is achieving 150% of your goals and also dependent on other businesses to achieve their goals, then don't make it part of a persons personal goals and make that clear and put it in writing. Change the bonus program to clearly say you get a 5% bonus every year for hitting your documented goals and can earn an additional 5-10% if you exceed your goals and everyone else hits theirs.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  11. 4 people found this helpful  

    Wolf in sheep's clothing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Group Leader in Minneapolis, MN
    Former Employee - Group Leader in Minneapolis, MN

    I worked at Honeywell full-time (more than 10 years)

    Pros

    Upper management positions are very lucrative. Acquisitions keep the company growing. Shareholders have seen good returns. Not much else matters.

    Cons

    Honeywell was acquired by Allied Signal in 1999, mostly for the avionics business. The Honeywell name was taken because Allied Signal's wasn't as good. Yet the corporate philosophy remains the same. Cronyism is rampant. Putting corporate micro-managing in control, the HOS (Honeywell Operating System) only serves to reward management. The lowest tiers of workers are paying for the companies acquisitions through lower wages with less, or more costly benefits. Management is very anti-union. The unions leaders are useless, self-serving puppets. Most workers are rewarded by making others look bad. Fear is used instead of reward to get the work done. Quality is down. Rework and scrap have increased exponentially. The engineers are incompetent. The numbers are either distorted or ignored to make the HOS management system look good. Nothing but management matters.

    Advice to ManagementAdvice

    Drop the Honeywell name. You wish you were as good as that. Reward your lower tier workers with opportunities to better themselves.

    Doesn't Recommend
    Positive Outlook
    Disapproves of CEO

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